How to Support Neurodivergent Members in Your Organization

April honors World Autism Day, which the United Nations marks as a time to “affirm and promote the full realization of all human rights and fundamental freedoms for autistic people on an equal basis with others.” According to the Centers for Disease Control and Prevention (CDC), an estimated 2.2% of adult Americans have autism spectrum disorder (ASD), though only 15% of autistic individuals are in the workforce. This stems from lack of accommodations, communication and social challenges, co-occurring mental health conditions, discrimination, and education and training gaps. To that end, it is critical that organizations not only prioritize ways to include and accommodate these volunteers and members, but to create an environment that supports all neurodiverse members.

Neurodiversity describes the idea that people experience and interact with the world around them in a variety of different ways — that there is not one “right” way of thinking, learning, and behaving, and the differences are not viewed as deficits. Harvard Health Publishing refers to neurodiversity as the diversity of all people, but it is often used in the context of ASD, as well as other neurological or developmental conditions, such as attention deficit/hyperactivity disorder (ADHD) and learning disabilities. While not all neurodiverse members of your organization will choose to disclose this information, it is important to recognize and implement the simple steps your organization can take to prioritize accessibility for all.

Use clear and unambiguous communication

Practicing effective and straightforward communication when interacting with neurodiverse members is key to avoiding misalignment. Be mindful of your approach when giving direction or explanation, and kindly offer space for people to ask any clarifying questions.

Consistently provide an agenda before board or committee meetings

Creating and sharing an agenda prior to board or committee meetings is especially useful to neurodiverse members because it allows time to review and prepare for the meeting. Additionally, make an effort to provide any changes to meetings or schedules ahead of time (when possible). You can also work “wellness breaks” into your meeting agenda to provide members the opportunity to recharge.

Encourage uniform behavior amongst all members

Though you’ll want to make certain accessibility accommodations for neurodiverse members, it is vital to treat all members the same. Be sure to avoid the act of “othering.” For example, encourage all members to ask questions, participate in a discussion, or offer their feedback on a proposed initiative as opposed to calling on a specific individual based on a set of traits.

These are just a handful of many actionable steps your organization can take to foster an inclusive environment for neurodiverse members. This April—and all year long—make an effort to revisit your diversity, equity, and inclusion (DEI) initiatives to support neurodiverse members.

Annie Davidson is in Corporate Marketing at Smithbucklin. 

Annie Davidson

(she/her)
Corporate Marketing 
Smithbucklin